Change has become so prevalent within organisations that it has almost become the norm. Here is a rundown of some of the important themes that every leader would do well to consider:-

1. Focus and clarity of vision

• Is this clear?

2. Good leadership

• Is required more than ever; employees will look to leaders for guidance and support

3. Communication

• It is imperative that communication is ramped up so that every person who is affected knows exactly what will be happening and why

4. Involvement and collaboration

• Change programmes are more likely to succeed should employees be given specific agreed upon roles within the programme, and then be held accountable

5. Manage your assets

• Make the best use of the people and resources you have at your disposal eg, by putting the highest performers on the most demanding tasks

6. Different reactions

• Each reaction will be based upon the level of resilience that an employee has. Remember that some employees will be comfortable with change while others will be scared

7. Fundamental needs must be met

• While much focus will be placed upon the change programme it is important to remember that the fundamental needs of employees must still be met

8. Consider the loss curve

• All employees will experience a feeling of loss and confusion before coming round to acceptance and a knowledge that they can move forward

9. Expectations must be met

• Promises, expectations and commitments must be met

10. Deal with fears

• And changed into a belief in the vision

11. Create urgency

• Wherever possible to combat stagnation and procrastination

12. Form a coalition and create a dialogue

• Have a powerful coalition that can drive the change and ensure that there is a dialogue with the entire workforce

13. Remove obstacles

• Wherever possible make the journey as smooth as possible by removing any and all obstacles

14. Build on the change

• Build incrementally until you’ve reached a winning position!

15. Anchor changes in culture

• By creating short term wins

16. Incentives

• Provide incentives where necessary or pertinent

17. Assess present situation clearly

• In order to reach a goal, you must know what your starting position is

18. Identify the current capabilities

• Have a clear idea of what your team is capable of and what may need to be built upon

19. Identify current mind sets that must change

• And identify a strategy to change them

20. Engage with the workforce at the earliest opportunity

• And set in motion that communication strategy!

21. Break down programmes into initiatives

• Create responsibility for each initiative and build incrementally

22. Leaders ensure that frontline staff feel ownership for change

• Delegate responsibility while also providing leadership

If Managing Change has become a critical issue in your organisation, consider attending Managing Change – Enabling Organisational Transformation run by Michelle Sutton of Investors in People Scotland in conjunction with Edinburgh Chamber of Commerce.

Further details of the course which runs over the 26^th and 27^th October can be found at this link.